Current Trends Of Unethical Behavior Within Organizations

Askew, Octavia A.; Beisler, Jeffrey M.; Keel, Jetonga

doi:10.19030/ijmis.v19i3.9374

Cited by 23 publications

(23 citation statements)

References 16 publications

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“…Intervention at the organizational level is recommended because multiple studies, including our own, have found that organizational culture is the top antecedent to unethical behavior and is also the most easily changeable component. 43 , 44 Research demonstrates the importance of surveying employees to determine the ethical climate of the organization and making organizational behavioral norms prominent and well-defined. 45 Use of productivity standards measured solely by the quantity of billable units is not advised.…”

Section: Discussionmentioning

confidence: 99%

Are Productivity Goals in Rehabilitation Practice Associated With Unethical Behaviors?

Tammany

OʼConnell

Allen

et al. 2019

Archives of Rehabilitation Research and Clinical Translation

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Objectives To evaluate the presence of productivity goals among licensed rehabilitation clinicians and their relationship with observed unethical behavior. Design Exploratory, cross-sectional survey. Setting Online. Participants Licensed physical therapy clinicians (N=3446). Intervention Not applicable. Main Outcome Measure Participants completed an electronic survey regarding use of clinical productivity goals. They rated the frequency in which they observed 6 unethical behaviors on a 7-point Likert scale in their practice setting from 1=never to 7=always. An overall observed unethical behavior score was calculated by summing these scales. Results The response rate was 12.8% (N=3446), with analyses showing low risk of nonresponse bias. Many respondents (73.9%) had a formal productivity goal. Most (89.4%) reported observing some form of unethical behavior, but many (68.6%) reported it occurred “rarely” or “never.” Those in skilled nursing facility (SNF) settings reported higher frequencies of observance and were 4.1 times more likely to report more unethical behavior than the median compared with all other settings. A positive correlation existed between expected productivity rate and rate of unethical behaviors observed (ρ=0.225; P <.0001). Amounts of organizational emphases on ethical practice (ρ=−0.509; P <.0001) and evidence-based practice (ρ=−0.492; P <.0001) were negatively correlated with total observed unethical behavior. Conclusions Use of productivity goals in rehabilitation practice is significantly related with rate of unethical behavior observed. Frequency of observed unethical behavior in rehabilitation practice was very low overall. Organizational culture appears to be a greater predictor of observed unethical behavior than any individual clinician-related characteristics. The SNF setting displays the greatest areas of ethical concern.

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Section: Discussionmentioning

confidence: 99%

Are Productivity Goals in Rehabilitation Practice Associated With Unethical Behaviors?

Tammany

OʼConnell

Allen

et al. 2019

Archives of Rehabilitation Research and Clinical Translation

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“…Many organizations are highly concerned about employee behavior for a number of reasons. Poor employee behavior decreases organizational performance, increases financial losses, damages reputations, increases safety concerns, and causes loss of customers [50]. In addition, there is a positive relation between sustainable management and organizational culture [51,52].…”

Section: The Relationship Between Organizational Sustainability and Omentioning

confidence: 99%

The Evaluation of the Project School Model in Terms of Organizational Sustainability and Its Effect on Teachers’ Organizational Commitment

Köç

Baştaş

2019

Sustainability

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The Turkish Ministry of National Education has been implementing a new management model in the Turkish educational system. The structural features of state-run project schools are being developed with various innovations in terms of management and education models. Specifically, the new management model in which school principals share the authority to make their own teams is of great importance to researchers, educational policy makers, and executors. This study aims to designate the effects of project schools’ structural and managerial characteristics on teachers’ organizational commitment and the schools’ organizational sustainability. It was designed using a sequential mixed research method including scaling and interviewing techniques. In addition, the teachers’ organizational commitment levels in project schools, which were designated as the experimental group, are compared with the teachers’ organizational commitment levels in non-project schools, which were selected as the control group. The study, conducted in 2018–2019, is comprised of 15 project schools and 9 non-project schools located in Istanbul and involved 603 teachers working in these schools. The results show that the structural and managerial features of project schools have positive effects on teachers’ organizational commitment and that this school model seems sustainable, based on all the positive points gathered.

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“…Organizations pursue to drive performance and success through Employee ethical behavior (Askew, Beisler & Keel, 2015;Dessler, 2013;Opatha, 2015). Employee ethical behavior (EB) has been referred to as the study of ethical and unethical decision-making and behavior in an organization, especially in a work context (Trevino, Nieuwenboer & Kish-Gephart, 2014, p. 6.1).…”

Section: Introductionmentioning

confidence: 99%

“…Researchers have identified that ethical climate promotes employee EB, and also influences many individual and organizational level work-related consequences (Jha et al, 2017). When employees do not follow written standards of the organization, their behavior impedes the organization's ability to meet corporate goals, accepting employee EB at work is important (Askew et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

“…Banks world over, face a great challenge in generating, maintaining and retaining ethical employees at work, due to high competitiveness in the banking industry and rapid technological changes, such as digitization. Organizations are highly concerned about employee unethical behavior due to its many negative consequences (Askew et al, 2015). Decrease in organizational performance, financial losses, damage to the corporate image/reputation, loss of public trust and confidence, loss of customers and market share, financial losses due to lawsuits are few examples of such negative consequences.…”

Section: Introductionmentioning

confidence: 99%

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Does Ethical Orientation of HRM Impact on Employee Ethical Attitude and Behavior? Evidence from Sri Lankan Commercial Banks

Silva¹,

Opatha²,

Gamage³

2017

IBR

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Employee ethical behavior (EB) has been recognized as the behavior that organizations pursue to drive performance and success. Despite many positive consequences of EB, corrupt business practices and unethical behavior are common in organizations. How Ethical Orientation of Human Resource Management (EOHRM) or ethical criteria embedded HRM functions directed as a 'bundle' could address this problem has not been empirically tested in research. This study examined how EOHRM could influence employee EB in organizations through an identified mediator employee Ethical Attitude (EA). A three-construct integrated model was developed based on literature gaps and tested empirically. The type of investigation was correlational, cross-sectional in the time horizon and unit of analysis was individual. A stratified random sample of 550 senior and middle-level managers was selected from 11 domestic Licensed Commercial Banks (LCBs) in Sri Lanka. A pre-tested structured questionnaire (with 5-point Likert Scale) was used to collect primary data. Using SPSS Version 23.0, correlation and regression analysis were performed on 360 usable responses (65%). EOHRM was positively and significantly related to employee EA (0.432, p<.001) and EB (0.494, p<.001). Employee EA partially mediated (0.269, p<.001) the relationship between EOHRM and EB. Results were consistent with the theoretically derived four hypotheses, establishing that EOHRM, or ethical criteria embedded HRM functions directed as a bundle will increase employee EA and EB at work. Theoretical and managerial implications of the findings and directions for further research are discussed.

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Current Trends Of Unethical Behavior Within Organizations

Cited by 23 publications

References 16 publications

Are Productivity Goals in Rehabilitation Practice Associated With Unethical Behaviors?

Are Productivity Goals in Rehabilitation Practice Associated With Unethical Behaviors?

The Evaluation of the Project School Model in Terms of Organizational Sustainability and Its Effect on Teachers’ Organizational Commitment

Does Ethical Orientation of HRM Impact on Employee Ethical Attitude and Behavior? Evidence from Sri Lankan Commercial Banks

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